DeakinPrime’s Mentoring Skills customised program uses the following to build mentoring capability in your organisation:
- a tailored experiential workshop to develop the following mentoring skills: understanding how individuals learn; using the seven levels of mentoring dialogue; building rapport; trust and empathy; and listening actively
- a 360-degree diagnostic survey to determine current mentoring capabilities
- one-on-one coaching sessions so participants can practise skills presented in the workshop
- action plans to build on strengths and address gaps identified in the Mentoring Skills survey.
DeakinPrime has extensive experience integrating and coordinating the development of mentoring skills in a range of organisations and industries.
DeakinPrime uses high-quality experts to facilitate workshops, and one-on-one sessions to develop participant and organisational mentoring capability.
Our approach in developing mentoring skills ensures participants have the understanding, skills and plan in place to build their own mentoring capability and effectively share their experience and knowledge within their organisation.
The program is suitable for any organisational leader or manager who has the organisational knowledge, skills and experience to guide and advise.
Face-to-face with supporting learning materials and comprehensive participant workbook.
The Mentoring Skills comprehensive program enables organisations to approach mentoring holistically (not as a brief individual workshop). It involves:
- one full day of Mentoring Skills workshops
- four one-on-one coaching sessions.
- Benefits of mentoring for all stakeholders
- Roles and responsibilities for mentors and mentees
- Success indicators for a mentoring program
Mentoring enables both the mentor and the mentee to learn and develop. Effective mentors have highly developed interpersonal skills, are able to build rapport and make others feel comfortable. Effective mentors also have a sound understanding of how individuals learn.
The benefits of mentoring for the organisation include:
- greater attraction and retention of staff
- greater staff engagement
- greater staff understanding of organisation vision, mission and goals
- enhanced awareness of diversity issues
- fostering a culture of trust, respect and sharing.
The benefits of mentoring for mentors include:
- the opportunity to gain a broader perspective of the organisation
- enhanced leadership skills and confidence
- increased job satisfaction and motivation
- personal satisfaction
- the opportunity to share learning, experiences and accomplishments
- the opportunity to work closely with a member of a new generation of leaders, who may challenge the mentor’s own ideas and insights
- a feeling of satisfaction in being able to assist and guide others.
Mentoring and coaching
The terms ‘mentoring’ and ‘coaching’ are sometimes used interchangeably and while there are some similarities, there are also some significant differences.
|When individuals use a coaching approach they:
||When individuals use a mentoring approach they:
may not have specific expertise, experience or technical skills in the same field as the coachee
are usually technical experts in the same field as the mentee or have knowledge in the same field as the mentee
speak about 20% of the time
speak about 60% of the time
ask open questions to encourage individuals to set their own goals and generate their own solutions
use their organisational knowledge, skills and experience to guide and advise the individual
encourage the individual to set and plan their own career goals and promotional opportunities
use their organisational power and influence to advance the individual’s career and advocate promotion
ask open questions to help explore and clarify the individual’s own values, goals and standards.
convey and instil the values, goals and standards of the profession or the organisation.